Womens Roles During Wars - Free Essay Example

Sample details Pages: 2 Words: 630 Downloads: 5 Date added: 2019/05/08 Category History Essay Level High school Topics: Civil War Essay War Essay Did you like this example? The womens roles during the Revolution and Civil War were extremely important to society. They took on many different roles. These roles would be cooking, cleaning, parenting, making clothes, nursing, and even fighting in the war. Women played important roles in both society and in two major wars, the American Revolution and the Civil War. Women were basically the caretakers of this time. They were considered true women. Before the war started women werent allowed to do too much more than they could post-war. They spent most of their time at home taking care of their children, their husbands, and or other soldiers. During the time period of the war it was mandatory for them to house soldiers. Now, we have the right to not quarter them if we do not want to. Women were the base of the soldiers and the families. They were looked at as if they were just masterminds and professional multitaskers. Some of them were even secretly fighting in the Revolutionary War. Women fought secretly in the Civil War because at the time they also werent allowed to join the military. Others were at home taking care of their families and being nurses. The women had to come up with new treatments to help and heal the wounded soldiers. Another job was being a seamstress/maid; the women often made the soldiers clothes during the war. Lastly, there were a few women spies during this time period but they also took on normal jobs to cover their identity. The womens roles during these wars showed how sacrificing they were for their country. Don’t waste time! Our writers will create an original "Womens Roles During Wars" essay for you Create order The women in the South, where it is more land, had mainly more working inside their home. This is because the women were working to provide for their house holds most of the time and not for anyone outside of it. They few that were on farms had to milk and feed the animals. Many of the mothers that stayed at home were responsible for teaching the children. The young women had to know the basic jobs of a mother by the age of thirteen during this time. While the young men were most likely getting ready to go off to war. As for the women living in the more rural areas took on the jobs as nurses, seamstresses, and other jobs that were more for the city. They still played an important role because without nurses and the seamstresses the soldiers would have been down bad. Women had no place in the court during the eighteenth century. If women took on situations where they had higher power or equivalent power to men they got into trouble. Getting a divorce was rarely happening when it was it was complicated for the women. Everything that they owned and worked for was legally their husbands even if they were never even there. If women tried to go against their husband in any kind of way whether if its a divorce or they arent playing their role they receive backlash. If the women did anything that went against what they were allowed to do they were possibly sentenced to time depending on the crime. When the women were caught pretending to be men soldiers they served time in prison because during the time it was illegal. In the South the women still often depended on the slaves to do their jobs. Slave women had absolutely no right to work in or for the Union. From birth they were slaves and never got to feel the feeling of being a true woman. Though, this didnt mean that they didnt have to still take care of the males. Many of the women slaves had to pull their weight and the males weight do to the Confederate Army leaving.

The Common Genetic Disorders Cystic Fibrosis - 2762 Words

Cystic fibrosis is one of the most common genetic disorders. Patients with cystic fibrosis have many serious medical conditions and the majority only live to their mid-thirties. I will be looking at many different aspects of the disease such as, phenotypes, genotypes, and inheritance patterns. Also how the disease is diagnosed, treated, and the prognosis of the disease. According to the American Lung Association, â€Å"Cystic fibrosis is the second most life shortening, inherited disorder occurring in childhood in the United States.† The first is sickle cell anemia. The following data was collected by the Cystic Fibrosis Foundation. It is estimated that 30,000 Americans, 3,000 Canadians and 20,000 Europeans have cystic fibrosis. Also that 1 in every 20 Americans are carriers for this defective gene and are unaffected. This means you must receive the defective gene from both of your parents to have cystic fibrosis. Roughly 1 in every 3,700 children that are born here in the United States have this genetic disorder. It occurs equally in both males and females and it is most commonly seen in Caucasians who are of a Northern European descent and least commonly seen in Asian Americans. Up till the 1950’s most individuals with this disease did not live to go to elementary school, but today the average life span of cystic fibrosis patients is around thirty-nine years. The cystic fibrosis transmembrane conductance regulator gene is where mutations occur for this disease. The cysticShow MoreRelatedCystic Fibrosis : A Genetic Disorder1462 Words   |  6 PagesCystic Fibrosis (CF) Cystic Fibrosis affects 1 in every 2,500 children at birth. (ncbi.nlm.nih.gov) Cystic Fibrosis, or CF, is a genetic disorder. A genetic disorder is inherited, and is contributed to by both parents. (lung.org) Each parent has one abnormal gene. (lung.org) Cystic Fibrosis is where the body can not make, or it makes an abnormal version of the CFTR protein. CFTR is also known as cystic fibrosis transmembrane regulator. There are several symptoms, and causes of Cystic Fibrosis. TheseRead MoreGene Therapy : An Experimental Technique1415 Words   |  6 PagesCharacteristics are passed on to future generations through an organism’s DNA. But what happens when there is a genetic disorder that one would not want to pass on to their offspring? This is where the new technology of gene therapy may be able to help. Gene therapy is an experimental technique that involves altering genes within the body’s cells in order to prevent genetic disorders (Mayo Clinic, 2015). The objective of gene therapy is to edit a defective gene sequence in situ to achieve completeRead MoreA Study On Cystic Fibrosis1246 Words   |  5 PagesCystic Fibrosis Rhonda Abraham Maternal/Child Nursing March 20, 2015 Esha Osborne Cystic Fibrosis It was suggested by Bush (2012) that most of the genetic related diseases are the hardest to cure or have no cure at all. This is due to the fact that the DNA of the individuals cannot be altered easily by modern medicine and even the most innovative medical machines available. One of the diseases which is considered as a genetic disorder is the Cystic Fibrosis, also called as mucoviscidosis. ThisRead MoreCystic Fibrosis : A Life Threatening Genetic Disorder1150 Words   |  5 PagesCystic Fibrosis Cystic Fibrosis or CF is a life threatening genetic disorder that mainly affects the lungs and digestive system. Cystic Fibrosis is most common among the Caucasian population, particularly people of northwestern European descent and is less common in people of African ancestry and is very rare in people of Asian ancestry. According to the Cystic Fibrosis Foundation, â€Å"an estimated 30,000 children and adults in the United States (70,000 worldwide) have CF† (Cystic Fibrosis FoundationRead MoreCharacteristics Of Cystic Fibrosis ( Cf )1180 Words   |  5 Pages000 new cases of Cystic Fibrosis (CF) are diagnosed each year in the United States. There are more than 30,000 patients, who are living with cystic fibrosis, in the States. It is a genetic disorder, which produce thick and sticky mucus in the lungs and digestive system. It is one of the most common life-threatening chronic lung disorders among children and young adults. In normal conditions, the mucus helps the body to prevent from the bacterial infection but in cystic fibrosis, the secreted mucusRead MoreWhat Are Cystic Fibrosis?1383 Words   |  6 PagesWhat is cystic fibrosis? Cystic fibrosis is a hereditary disease of the secretory glands that produce mucus and sweat. This is caused by mutations on chromosome 7 and can affects the lungs, pancreas, liver, intestines, sinus and sex organs of the patients. What are the symptoms of CF? The signs of cystic fibrosis varies from person to person. With this disease, some experience the severity of conditions at adolescence while others will not experience any symptoms until adulthood. The most prominentRead MoreCystic Fibrosis : A Common Fatal Recessive Genetic Disease1041 Words   |  5 Pages What is Cystic Fibrosis? Dr. Polit describes Cystic Fibrosis, also referred to as CF, the most common fatal recessive genetic disease among white people. It is a hereditary disorder, also known as mucoviscidosis, which disturbs the lungs, as well as the digestive system, by blockage due to the creation of abnormally thick mucus. According to the U.S. National Library of Medicine, â€Å"This abnormal mucus can clog the airways, leading to severe problems with breathing and bacterial infections inRead MoreCystic Fibrosis Research Paper1000 Words   |  4 PagesCystic Fibrosis Cystic Fibrosis, a very serious inherited genetic disease, is also known as CF and sixty-five roses. This disease affects one in every 3,000 live births. It may first appear in a newborn, but can appear all the way up until a young adult. However, ten percent of most cases are apparent at birth. CF affects the lungs and causes a build-up of abnormally thick mucus which leads to chest infections, and CF also affects the reproductive system. Doctors do not know what causes the mucusRead MoreCystic Fibrosis : An Autosomal Recessive Condition Of The Secretory Gland1410 Words   |  6 PagesThe Disease Cystic fibrosis is an autosomal recessive condition of the secretory glands, which affects roughly 30,000 individuals in the United States alone (Cohen Prince, 2012, p. 509). This chronic genetic disorder of the sweat and mucous glands affects a number of different anatomical structures including the epithelial cells of the respiratory tract, the exocrine pancreas, and the exocrine sweat glands. Cystic fibrosis results in the production of abnormally thick mucus which can detrimentallyRead MoreA Research Study On Cystic Fibrosis1307 Words   |  6 Pages Brief History Cystic Fibrosis was first recognized in 1938, as an individual disease or distinct entity, which basically means that the symptoms were not related to any other illness (Davis, 2006), but there was a common passage in the ‘Almanac of Children’s Songs and Games from Switzerland’, the passage read, ‘the child will soon die who’s brow tastes salty when kissed’, which hinted at the saltiness of the skin of infants who died might relate to Cystic Fibrosis. Autopsies were done in 1838 on

Running Head British Airways †A Marketing Plan Free Essays

British Airways is one airline that has gone through both bright and turbulent times since its founding in 1974.[i]   After thirteen years of government control, British Airways went into privatization in 1987.[ii]   The airline is the surviving entity after merger and consolidations made with British Overseas Airways Corporation (BOAC) and British European Airways Corporation (BEA). We will write a custom essay sample on Running Head: British Airways – A Marketing Plan or any similar topic only for you Order Now Currently it operates about 240 aircrafts servicing 120 destinations throughout the United Kingdom and Europe, Africa, North and South America, the Middle East, Asia and the Pacific.[iii]. British Airways competes with about 42 other British airlines but has maintained leadership in most areas of the aviation industry not only in the United Kingdom but in Europe as well.[iv] Its main competitor is Virgin Atlantic, an airline established by Richard Branson in 1984 and with about 10 per cent market share in terms of kilometers logged as of 2007.[v] As airlines around the world struggle to survive in the midst of the worldwide financial crisis, British Airways vows to target growth and raise its market share while intently addressing its operational concerns towards excellence and financial health. The surging complexity of the market ahead is expected to put the airline industry on the offensive to obviate possible downturns as what happened to the automobile and the investment banking industries during the last quarter of 2008 leading to the global financial turmoil. Reports had it that requests for government bailouts were made in the face of lower demand from car buyers. The airline industry thus, is among those expected and likely to be affected by the crisis due to the expected economic contraction in the aftermath of the financial meltdown. Importance of the Study The study is an attempt at providing a trajectory, focus as well as strategic road map on how British Airways should repackage itself towards upgrading and raising its potentials in a cutthroat aviation industry not merely in the United Kingdom but in the airline’s other service areas around the globe, Europe especially. For a start, British Airways dutifully crafted the BA Business Plan (BP11) which is aimed at focusing on four key priorities arising out of the previous year’s plans. These are:   (1) Upgraded customer experience with its trademark Basics and Brilliance, Club World, First Cabin and similar programs meant to introduce innovative customer come-ons with its plan to acquire long-haul aircrafts as well as counter the negative impact of the operating glitches during the transitions experience at Heathrow Terminals 1, 4 and 5. Incidentally, this was planned to introduce new forms of premium customer experience through increased presence in the European and American markets; (2) Planning for growth in terms of new long haul aircrafts, premium services and added destinations between Europe and the Americas; (3) Continuing need to control costs in the face of tight competition, rising cost of delivering service, fuel and administrative costs. The entity additionally attempts at undertaking a more efficient assets and liability management to reasonably assure itself the advantage of liquidity and solvency under the current economic environment; and, (4) Taking a lead in corporate social responsibility to articulate a social and corporate balance in the conduct of its operations.[vi] A critical component of BP11 is the marketing plan (MP11) which identifies and concentrates on the opportunities available to British Airways worldwide in congruence with its identified key priorities. The marketing plan clearly outlines a road map towards market recovery via excellence in the basics, and ultimately to the deployment of brilliant premium services not available anywhere or in other airlines competing in identical routes. Specifically, the Marketing Plan MP11 cross links with the Business Plan (BP11) with the former as the centrepiece of the airline’s assertive leadership thrusts towards the first half of the 21st century. Just like the Victoria era slogan that the â€Å"sun does not set on the British empire†, British Airways is determined to head for industry prominence after several turbulent encounters with difficult challenges that it had to go through. Apparently brought about by its own weight, its bigness is without the support mechanism it needed to stabilize its moves.   A component of the BP11, the MP11 describes in more detailed fashion how the BP11 will breathe through the heart of the MP11 which is considered the heart of the Business Plan. On the aspect of significance on research, the MP11 serves as the management blue print for strategic decision-making; especially in the area of marketing management under various assumptions, scenarios, alliances and configurations. Strategic marketing management which is contained in this road map MP 11 will enable management to adopt strategies such as cost leadership, attractive premium services, human resource strategies and expanded terminal network in the industry as means to create a demand gap in the long haul travel sector as well as a similar gap in the premium business travel from continental Europe to the premier city of New York in the United States. The experiences of the past years are expected to provide hard lessons for British Airways management towards strategic marketing processes. For the business traveller all over, the MP11 attempts to redefine the concept of basic and premium travel. With the integration of cost advantage expected to ensue along the airline’s objective of operational excellence, airline travellers can reasonably expect these cost rationalization measures to have a positive effect on the pricing competitiveness of British Airways while maintaining the class with which British Airways has been known for. The airline industry, for one, is likewise expected to significantly benefit from this study specifically in the area of collaboration, alliances and economic cooperation without any attempt at abusing the regulatory privilege this union may provide such alliances. Hence, partnerships should be undertaken for the development and maintenance of constructive relationship with other companies in the industry as at work.[vii] In the same way that this will be tempered and enhanced by a strong corporate social responsibility not only in terms of the environmental aspect, it is expected similarly to be strong along the social issues directly and indirectly affected by the industry. The society, in general, and the employees in particular will reap benefits from this study in terms and along the key balanced scorecard perspectives over secure employment tenure, human resource training and performance recognition dimensions incorporated into the business and marketing plans; all considered critical components and means to stabilize the goal of operational excellence with a genuine corporate social responsibility. Primarily, the shareholders are the targets of this study as among the major beneficiaries through which an innovative and unprecedented pricing incorporates real shareholder value and corporate pride enhanced with financial viability through operational excellence.   British Airways aims to show gratitude for continued support and recognition as Britain’s primary carrier. The academe is similarly expected to acquiesce the benefits from this Plan which comes as a result of intensive research and careful study on the travel and industry markets in which British Airways is among the major players. Of equal importance is the fact that British Airways is a corporate organization that is considered an excellent source of academic studies in an industry characterized with great risks, complexities as well as opportunities with huge potentials for learning, and even further researches. [i]   Annual Report, 2007, British Airways, http://www.britishairways.com, accessed December 28, 2008 [ii]   Ibid. http://www.britishairways.com,   [iii]   Ibid, http://www.britishairways.com,   [iv]   Ibid., http://www.britishairways.com,   [v]   Ibid., http://www.britishairways.com,   [vi]   Ibid,   http://www.britishairways.com,p. 34   [vii]   J. Hicks, The Challenge of the New Millenium: winning the Struggle with Ourselves, New Falcon Publications, Arizona, 1997, p. 131.    How to cite Running Head: British Airways – A Marketing Plan, Essays

The Wind and the sparks Review Essay Example

The Wind and the sparks Review Paper Essay on The Wind and the sparks Pekhov I was pleasantly surprised. I began to read it with this tetralogy, which I think is by far the most powerful of his works. Well-researched multi-polar world of sword and magic. The world plunged into war, which begins on the first pages of the first book, and ends on the last pages of the fourth. The magic of this world the lot of favorites, not only every magician is only a specialist in its field which is predetermined by his personal characteristics, and to go beyond that is almost impossible. Several of the main characters, a variety of both his character and origin and status, the classic Country Company: assassin, a student witch, light and dark wizards, a simple guard, Barbarian scout, demonology chelovekolyagushka of wetlands, a strange animal, and so on .d .. Watch the adventures of heroes who continually leave and join again very interesting, Pekhov not for a moment allow us to get bored but the main thing that I was terribly pleased at Pehova -. it is unexpected plot turns, I would say somersault. So tired of reading are good, in general, that the book, which almost from the very first lines it becomes clear that the killer-butler And the plot twists are not far-fetched and even give some authenticity narrative. How do you like it for tens and hundreds of pages we watch one of the main villains, all coming to the next node and the story he once and is killed by random in the general boom. And it does not look like a sort of tricks ears, and quite organically woven into the fabric of the narrative. And this at Pehova not enough. Its nice to read a book that is well written and besides constantly intrigues you. We will write a custom essay sample on The Wind and the sparks Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Wind and the sparks Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Wind and the sparks Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Anyone who loves a good fantasy strongly advise this cycle is very interesting to read.

Discuss the Major Issues Associated With Expatriate Failure and Assess Some Strategies HR Can Formulate and Implement In Order To Increase the Rate of Successful Assignments The WritePass Journal

Discuss the Major Issues Associated With Expatriate Failure and Assess Some Strategies HR Can Formulate and Implement In Order To Increase the Rate of Successful Assignments Introduction Discuss the Major Issues Associated With Expatriate Failure and Assess Some Strategies HR Can Formulate and Implement In Order To Increase the Rate of Successful Assignments IntroductionReasons for expatriate failureWhat can be done to improve expatriate failure rates?Conclusion   BibliographyRelated Introduction The importance of the management of expatriates has grown as the number of multinational companies has increased significantly over the last few decades, therefore increasing the need to be aware of potential problems which could cause high failure rates in expatriate assignments (Anderson,2005). Porter and Tansky (1999) write that an unsuccessful expatriate assignment is very costly for both an organisation and the expatriate themselves. But despite this very few companies have adequate processes for both selecting and training these expatriates. As Harzing (1995: 457) notes, virtually every writer measures expatriate failure as the percentage of expatriates returning home before their assignment contract expires. Brewster (1988) also defines failure as assignments where expatriates were brought home earlier than planned. Brewster and Scullion (1997) say that the fact that corporations have heavy cost pressures has led to the policies for employee movement across countries being loo ked at. They also observe that it is becoming more noticeable that both the social and economic cost of failure in business abroad is more damaging than business done in home countries, especially in terms of market share and damage of customer trust (Zeira and Banai,1984). It is therefore pertinent for academic research to both look at the major issues associated with expatriate failure and why expatriates often fail in their assignments. From reading the literature these can be identified mainly as a lack of thorough selection procedures from employers to identify which managers would be successful on assignments in foreign countries. This can range from not identifying what attributes certain candidates have that would make them more likely to succeed, to not identifying the family situations of potential expatriates which would also be conducive to successful assignments abroad. Once these factors have been identified it is then logical to assess what procedures could be put in place for the company to stop failure of expatriate assignments and how they can identify successful candidates for the roles. This is the format this essay will follow. Reasons for expatriate failure This study will first look at the issues associated with expatriate failure and what reasons and factors there are which lead to this end result. Enderwick and Hodgson (1993) observe that expatriate failure is caused by rash recruitment policies combined with preparation and training which is not thorough enough for the manager. This draws attention to the limited role of HR in the management of expatriates, and Halcrow (1999) also writes that HR are confined to administrative support as opposed to playing any meaningful role in any strategic aspects. It is this lack of attention to detail and impulsive selection practice for expatriates which causes many of the problems. It fails to identify different characteristics and traits which are likely to be conducive to success in expatriate projects. Klaus (1995) notes that in the majority of companies expatriate selection happens quickly and irrationally. Something which is inherent in many international businesses is the fact that their selection procedures for expatriate managers are rather informal and they do not possess thorough enough assessments (Brewster.1991). Mendenhall and Oddou (1985: 39) argue that companies often think that domestic performance success would equal overseas performance success, regarding the managers technical skills as being the most important factor to consider when looking at candidates to select for managing projects abroad. This shows a disregard for identifying the differences which can affect performances in different countries and cultures. The underlying assumption that companies who use this formula is that Managing [a] company is a scientific art. The executive accomplishing the task in New York can surely perform as adequately in Hong Kong (Baker Ivancevich,1971: 40). Therefore a lot of multinational companies tend to send the manager and their family to the foreign countries without any cultural training. And when training is administered it is often far too broad or is not followed up with any reflection on how effective it was (Tung, 1981). Brewster and Scullion (1997) discuss these difficulties that International companies who do actually undertake training and development programmes for expatriates come across. The first of these is that the manager not only has to adjust to a new job but also to an entirely different culture which they are not familiar with (Mendenhall and Oddou, 1985). As well as this, there is the family to consider. Training programmes for families also needs to be addressed as this is considered a major factor behind expatriate failure, and this is often not addressed correctly or at all. There is however, evidence that managers themselves value cultural training an awful lot and see the benefits from this (Brewster and Pickard, 1994). Cross-cultural training has long been proven to enable effective cross cultural assignments, yet still a lot of firms do not utilise this (Black, 1988). Different training and developmental models for these managers working abroad have been worked on over the last decade. These tend to take into account the job and the individual as well as the culture before deciding the amount and type of personal development that is required (Tung, 1981). Mendenhall and Oddou (1986) have developed a ’cross- cultural training approach’, consisting of three varying levels.   Information-giving approaches are those which consist of factual briefings and cultural awareness development. Affective approaches would usually consist of cultural development combined with different scenarios and role plays. Finally, immersion approaches. These are different styles of assessment centres and in the field experience and scenarios. According to this model the style of management training given should take into account on a number of factors dependent   on the project and the manager. These could include the length of stay and the amount of integration required to fit in with the host culture.(Mendenhall and Oddou, 1986) Mendenhall et al. acknowledge there are many personal obstacles which could lead to many expatriates not completing their assignments and being branded a failure. These include factors such as culture shock, differences in work-related norms, isolation, homesickness, differences in health care, housing, schooling, cuisine, and the cost of living, to name but a few (1987: 331). These are all personal characteristics and attributes which would affect expatriate managers morale and ability to do an effective job. Porter and Tansky (1999) write that a high learning orientation is critical for an expatriate manager, this is because they will have continual experiences which are not similar to those they usually experience, and will need to be able to be resilient in the face of different challenges.   Anderson (2005: 567) notes that although in the private sector the selection of expatriates is usually down to their technical competence, with minimal attention being paid to the interper sonal skills and domestic situations of these potential expatriates, that non-government organisations do actually utilise methods such as psychological testing and a variety of methods to ensure that the expatriates family is taken into consideration as well . These methods therefore usually lead to more effective expatriate assignments and less failures, in the next section of this report we will delve deeper into ways in which the likelihood of expatriate success can be increased. What can be done to improve expatriate failure rates? Currently the selection processes for expatriate candidates are not effective enough in predicting which managers will be successful in these assignments. It is necessary to focus on how these can be improved to address the rate of failures among expatriates. Halcrow (1999) has reported that less than two thirds of a survey of HR professionals identified personality as an important consideration when picking expatriate candidates, and 11 percent said it has little or no importance at all to the process. Family issues were also given the lowest of priorities, and 25 percent did not regard them as important. Here then, are the issues that need to be addressed, as can be seen from the previous section whereby these were identified as major factors in the success of expatriate projects. Effective selection, training and placement of expatriate managers is critical to international success argue Nicholson et al. (1990), and therefore the procedures put in place for this need to be effecti ve. Mendenhall et al.(1987: 333) state they have attempted to find the criteria which can predict productivity and acclimatisation in overseas assignments, and that a set of personality factors have been identified by numerous authors. They profess that these are self-orientation, others-orientation and perceptual orientation . Self-orientation includes factors such as how to reduce stress and how managers deal with being alone whilst abroad. Others orientation includes factors such as how good the manager is at forming relationships and their ability to communicate with others. Perceptual orientation includes different factors such as how flexible a person is and how open minded they can be. However, they indicate that US firms still appear to use only technical competence as their criteria for expatriate selection, and this is what needs to change as that is not a great predictor of expatriate manager success. The model proposed by Aycan (1997) also says that factors should be identifi ed which are expected to account for a substantial amount of variance in expatriate adjustment. This is the fit between the expatriate and their environment which leads to less stress and better work productivity. This encompassed psychological, socio cultural and work adjustment. It is also required that organisational support and preparation is necessary. Porter and Tansky write about the possibility of a learning orientation which could be important for both assessment and training for expatriates. They suggest that employees with weaker learning orientation could result in low levels of judgement in challenging foreign circumstances and vice versa. They state that this learning orientation approach could benefit employees and their families and can increase the organisations chance for international success (1999: 48). Porter and Tansky (1999: 50) observe that to eliminate the risk of expatriate failure that more emphasis should be placed on: better identification of employees who are likely to function effectively in different cultures, development activities to enhance functioning in the expatriate role, and systematic analysis of problems during the expatriate assignment. Mendenhall et al (1997) observe the impact upon spouses and families is also not taken into account when selecting managers for expatriation. As can be seen in the previous half of this report, how their family copes with the relocation can impact greatly upon the morale of expatriate managers. Some academics also suggest that the families of expatriates should be assessed on similar criteria to the managers themselves. Stone (1986) observes that failing to identify this problem is the greatest failure in the selection process for expatriates. Therefore one would have to agree that, as the family is seen as a major factor in whether a expatriate manager succeeds or not then they should definitely be taken into account during the selection process. Guptara (1986) has written that there are a number of psychological tests that can be used in the recruitment processes for expatriates to test such psychological traits which could be conducive to successful expatriates, however this does not appear to be commonplace in corporate recruitment processes. Ioannou (1995) discusses the results of a National Foreign Trade Council of New York survey. Here it was shown that a variety companies did not use any form of psychological testing for possible expatriate managers. Tung (1982) finds that it is extremely rare that a company carries out a thorough assessment of a manager who is being considered to work in another part of the company abroad. Porter and Tansky (1999) advocate the application of a learning orientation to help this. They suggest questionnaire responses to show details on a managers beliefs about different traits and if they possess them. As well as task simulations to show if a person has different learning orientation beh aviours. For example who which people will look for new strategies rather than rescind from these strategies when things do not go as planned immediately (1999:52).Here can be seen the discrepancy between academic musings on the topic and that of the practitioners. Writers emphasise soft skills while actual research into company practice indicates an obvious reliance on technical competence for the selection. If this were to change then expatriate projects may achieve a greater success rate. Two major propositions can also be derived from Mendenhall and Oddou (1985) findings. The first would be that expatriate cultural adaptation is a multi dimensional process rather than a one dimensional one. This means that selection procedures of international companies for expatriates should be changed from their present one dimensional focus on technical competence as the most important criteria towards a more multi dimensional one. This should focus therefore focus on personal attributes which may be conducive to success working as an expatriate manager.   Mendenhall and Oddou (1985) also recommend that training which deals with these factors needs putting in place, and which needs to be multi dimensional as opposed to one dimensional. Gudykunst, Hammer, and Wiseman (1977) combined a number of differing development approaches and compared the cultural adaptation abilities of managers who received the integrated training with managers who were the recipients of   just one dimen sional training. Integrated training produced much greater levels of culture adaptation. Along with other academics they again mention that both the selection and training processes must include the family of the expatriate. As well as this the culture adaptation training should be given to the expatriates family. As observed in the first half of this essay, it was shown that it was vital that not only the expatriate manager themselves, but also their family was happy as both had an effect on morale and performance. Corporate HR teams should have a clear direction to also hire a work fore who are internationally comfortable and experience too. Thus these would prove to be effective expatriate managers as they are relatively used to the process and overcoming the challenges they would face (Mendenhall and Oddou.1985). Conclusion    In conclusion as many academics have identified there are serious problems with the way many corporations select and manage expatriate managers and their assignments. Many problems stem from the initial selection stage which is seen to be very lax and informal from many different businesses. These initial mistakes in the selection process mainly centre around focusing purely on technical competencies within managers for expatriate selection, and this has been proven to not be the most successful of indicators for success in international assignments of this manner. This is because it fails to take into account other factors which make a person more likely to be successful. This can include personality traits such as adaptability and how resilient they are. It also neglects the domestic and family situation of different managers, and indeed many HR teams have said that they do not even take this into consideration or treat it as important at all. Academics have also suggested solutions to these problems in the way of recruitment processes and training processes which would be incredibly useful for businesss to implement with their selection and training for expatriates. These vary from personality tests to assess the traits that people have and if these would be conducive to being successful as an expatriate manager abroad, to a variety of assessment centre styles testing out people in different scenarios and if they were the type of person likely to succeed. As well as this it would be recommended that companies look at the family of potential expatriate managers to see if these were also likely to be happy once moving abroad as this has a visible and proven impact on the morale of expatriate managers. Training also needs to be more effective and focus on broader issues as opposed to just technical competency and understanding company systems fully, but to train expatriate managers culturally as well. Overall the key problem s are predominantly to do with the selection processes of corporations. They need to improve by taking a wider range of issues into consideration and not just a one dimensional view of if it works in our country it will work in another culturally different county approach. But they need to consider the softer side of managers, such as their characteristics and family lives, this is something business leaders could learn from academics. Bibliography Anderson, B.A.(2005).   Expatriate selection: good management or good luck? The international journal of human resource management. 16:4 567-583. Aycan. Z. (1997) Expatriate adjustment as a multifaceted phenomenon: individual and organizational level predictors, The International Journal of Human Resource Management, 8:4, 434-456, Baker, J. C., Ivancevich, J. M. (1971). The assignment of American executives abroad; Systematic, haphazard, or chaotic? California Management Review, 13:3, 39-41. Birdseye M, Hill J. (1995). Individual, Organizational/Work and Environmental Influences on Expatriate Turnover Tendencies: An Empirical Study. Journal of International Business Studies, 26:4, 787-813 Black, J. S. (1988). ‘Work role transitions: a study of American expatriate managers in Japan’. Journal of international Business Studies, 30:2,119-34 Brewster, C. (1988) Managing Expatriates, International Journal of Manpower, 9:2. 17–20. Brewster, C. (1991). The Management of Expatriates, London: Kogan Page. Brewster, C. and Scullion, H. (1997), A review and agenda for expatriate HRM. Human Resource Management Journal. 7. 32–41 Enderwick, P. and Hodgson, D. (1993) ‘Expatriate Management Practices of New Zealand Business’, International Journal of Human Resource Management, 4:2. 407–23. Gudykunst, W. B., Hammer, M. R., Wiseman, R. L. (1977). An analysis of an integrated approach to cross-cultural training. International Journal of Intercultural Relations, 1, 99-110. Guptara, P. (1986) ‘Searching the Organisation for the Cross-cultural Operators’, International Management, 41(8): 40–2 Halcrow, A. (1999) ‘Expats: The Squandered Resource’, Workforce, 78(4): 42–8. Ioannou, L. (1995) ‘Unnatural Selection’, International Business, July: 54–7. Klaus, K.J. (1995) ‘How to Establish an Effective Expatriate Program – Best Practices in International Assignment Administration’, Employment Relations Today, 22:1. 59–70. Mendenhall, M. and Oddou, G. (1985) ‘The Dimensions of Expatriate Acculturation: A Review’, The Academy of Management Review, 10 (January): 39–47. Mendenhall, M.E., Dunbar, E. and Oddou, G.R. (1987) ‘Expatriate Selection, Training and Career Pathing: A Review and Critique’, Human Resource Management, 26:3). 331–45 Nicholson, J.D., Stepina, L.P., Hochwarter, W. (1990). Psychological aspects of expatriate effectiveness. In B.B. Shaw, J.E. Beck, G.R. Ferris, K.M. Rowlans (Eds.), Research in personnel and human resources management, supplement 2, 127–145. Porter G. and Tansky J. (1999) Expatriate success may depend on a learning orientation: Considerations for selection and training. Human Resource Management. Spring. 47-59 Tung, R. L. (1981) Selection and training of personnel for overseas assignments. Columbia Journal of World Business,   16:1, 68-78 Tung, R.L. (1982). Selection and training procedures of U.S., European, and Japanese multinationals. California Management Review, 25, 117–126 Zeira, Y. and Banai, M. (1984). ‘Present and desired methods of selecting expatriate managers   for international assignments‘. Personnel Review, 13:3, 29-35.

Aristotle on the Mixed Form of Government in Sparta

Aristotle on the Mixed Form of Government in Sparta Aristotle, in  On the Lacedaemonian Constitution- a section of  The Politics- says that some claim Spartas system of government included monarchical, oligarchic and democratic components. The Lacedaemonian [Spartan] constitution is defective in another point; I mean the Ephoralty. This magistracy has authority in the highest matters, but the Ephors are chosen from the whole people, and so the office is apt to fall into the hands of very poor men, who, being badly off, are open to bribes.- Aristotle Monarchical In the monarchical system two kings- hereditary monarchs, one from each of the Agiad and Eurypontid families- had priestly obligations and the power to make war (although by the time of the Persian Wars, the kings power to make war was restricted). Oligarchic The kings were automatic members of the Gerousia, the council of 28 elders picked for life plus the two kings. Five ephors, chosen annually by popular election, had the main power. Democratic The final component was the assembly, made up of all Spartiates- full Spartan citizens- over 18. Aristotle on the Poor In the quoted passage on the government of Sparta, Aristotle disapproves of government run by poor people. He thinks they would take bribes. This is striking for two reasons: that he would think the rich were not susceptible to bribes, and that he approves of government by the elite, something people in modern democracies tend to disapprove. Why would such a well-educated, brilliant thinker believe there was a difference between the rich and poor? Sources Chronology of Early SpartaAncient History SourcebookThe Ephors of Sparta  Herodotus on the Kings of Sparta C 430 BCEThe Kings of SpartaPeriegesis Hellados IIIThe Spartan SystemThomas Martin OverviewXenophon: Constitution of the Lacedaemonians 13.1ff and  Ã‚  8.3

Qs)I assume, for one thing, that there is a broad measure of agreement Essay

Qs)I assume, for one thing, that there is a broad measure of agreement that principles of justice should be chosen under certain conditions. (Rawls) Is it a f - Essay Example One of such greatly influential political philosophers of the twentieth century was John Rawls, who is thought by many to be the most important political philosopher of his time in the whole English-speaking world. More specifically, Rawls, influenced by such liberal and legal theorists as Isaiah Berlin and Herbert L. A. Hart, is widely known as the author of the almost revolutionary work "A Theory of Justice" (1971) in which he erased disciplinary lines and elaborated views which resurrected the academic interest to political philosophy. In fact, Rawls obtained the unique position among modern political philosophers as he is often referred to by politicians and in the courts. One of the main achievements of Rawls was his formulation of the two famous principles of justice as a proper solution of problems of distributive justice, which is preoccupied with determination of justice in the field of the allocation of goods and benefits within a society (Talisse, 2001, pp.3-22). However, there is a criticism of the approach of Rawls which, among other things, claims that Rawls cannot prove all the assumptions on which he builds his theory of justice. Let us take a closer look at the Rawls` principles of justice, and try to see whether the mentioned objection to Rawls constitutes a fatal one for his theory of justice. The main task of Rawls` "A Theory of Justice" was to offer a satisfying interpretation of the notion of political obligation under which citizens are compelled to follow the rules created by the state. While views of Rawls can be generally attributed to the rich social contract tradition, for him such a contract assumes a peculiar form as Rawls states that the social contract can be truly just if every member of society would agree with its terms without knowing beforehand which social position he or she would adopt. To prove his case, Rawls starts off his line of reasoning with mounting of a hypothetical case with which he attempts to show a possible